Motivation, Stress, and Communication in the Work Environment

Human Resource Management (HRM) is all about balancing the organization’s people and processes to the best to achieve the goals and the strategies of the organization, as well as the goals and the needs of employees. The main role of an HR manager is to fulfil the integrating business operations and strategies across a wide array of culture, products, and ideas, while effectively delegating work among human resource specialist and line management. There are many key functions of a HR manager to the organization. Some of the key functions of a HR manager are

This change in the role of HR has been steadily increasing and recently “has intensified due to changes, among others, in increased competition and workforce demographics” (Payne, 2006). This makes the function of the HR manager an exciting area of business to consider when evaluating the planning and strategy of a company.

To help reduce stress for myself, even through I know its quite common practice for most managers I would write down a list of all my tasks and then put them in priority order according to timescales, importance and whether I could or could not delegate the task I would also consider how long they might take, having a list especially when I am feeling stressed helps me focus and ticking areas off can have a positive effect on me as the list reduces.

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

Two business problems commonly faced by managers are stress in the workplace and lack of motivation. There are basic insights that can help managers understand the relationship between stress and motivation. Positive Organizational Behavior outlines comprehensive approaches that managers can use to, not only mitigate stress and increase motivation, but to increase overall individual and organizational wellness.

The article reviewed is called “Dealing with the Stressed: Workplace Stress Costs the Economy More Than $30 Billion a Year, and Yet Nobody Knows What It Is or How to Deal with It” by Ken Macqueen, with Martin Patriquin and John Intini. It begins with an excellent visual of the ‘cubie world’ many of use deal with on a daily basis. Authors describe a “fabric-covered box,” where “some troll in the IT department monitors your every keystroke,” and where your “boss is going to tug your electronic leash if he sees you leaving this early.” Stress? "Yet Nobody Knows What It Is." You just answered the question.

In order to provide the best patient care, the RN must be at their best all day,

What does it mean to be stress out at work and how does it affect wellbeing of police officers?

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Studies from different parts of the world made by different health organizations have showed that long working hours and pressured work lead to stress which affects the employees mentally and physically and leads indirectly to low productivity levels. Not only stress, but it can cause a lot more of health issues like extreme fatigue including sleepiness, poor concentration, and increased susceptibility to illness. These symptoms can a have a noticed effect on the general productivity of an organization.

When it comes to call center agents having to go through improper training in the workplace, increase of workload, and dealing with difficult customers. These issues can come as a negative outcome to the organization and employees in the area of their performance at work, absent days off, and finally leaving the employment position takes a toll on both sides of the equation. Someone’s job performance is correlated with conscientiousness, which is the personality trait of being careful or attentive and the satisfaction a worker has at work. And according to the Conservation of Resources (COR) theory, that is one of the two leading theories of stress and trauma over the past 20 years, has reported that ‘‘individuals become emotionally exhausted when they do not have enough resources to meet work demands’’ (Witt, Andrews & Carlson, 2004, p.150). The type of resources that should be available to employees, support o of supervisors, a sense of independence, ability to make decisions, and control (Cordes & Dougherty, 1993). Besides, those work demands can consist of ‘‘role conflict and ambiguity, role overload, and work pressure’’ (Witt, Andrews & Carlson, 2004, p.150. And those concepts are important to keep in mind because when work demands ends up exceeding the resources available, job performance is reduced. When it came to highly conscientious workers, they had to sacrifice the quantity of their work but not the quality of their work. These type of call center agents would be

In other companies the specialized roles mentioned above are carried out by Human resource generalist, who is responsible for all HR activities. The administrative works are done by HR administrators and assistants.

Coping with stress in the workplace can result in the same stress as stress from any other source such as headaches, high blood pressure, indigestion, and other physical symptoms; like irritability, anger, depression. Even if a person has a job and is making a decent salary, there are still stress factors in the workplace that can add to daily stressors. Some of the typical sources of stress in the workplace are work overload, a lack of meaningfulness in work, lack of control in decision making, long hours, and a lack of job security. Burnout is the most common stressor in the workplace. This one of the most serious effects of the workplace. Burnout can cause extreme dissatisfaction, pessimism, unhappiness on the job, and a desire to quit. Burnout stress can cause emotionally exhaustion. A great deal of stress comes from dealing with other people and social interactions. Stress is also affected by status and choosing to adapt. This paper will explore what stress is and the factors that can intensify the effects of stress in the workplace.

Human Resources (HR) Management is a multifaceted function. This entity has an important place within companies in helping key personnel decide on the best staff for their needs, among other things. Sometimes, the employees chosen are full-time employees already working for the company or they could be contractors. Regardless, the goal of HR Management is to choose the most qualified person for the job.

Every organisation in the world today is putting a lot of efforts, time, and resources in the human management. As this is, an excepted reality that no organisation in the world can vie in this globalised world just on the mere basis of their product and services. In order for an organisation to be successful, it has to invest substantially into the domain of people skills, and their behaviour. Due to stressful working environment, many organisations loose employees due to lack of motivation, stress, lower employee job satisfaction and other contributing factors of behavioural sciences and psychology. All these factors have negative effects on the organisation and organizational behaviour simultaneously. Many experts are in concord that